EXMAR report 2025

3.3 SOCIAL 112 Regarding seafarers, we emphasize continuous communication, safety and well-being in the unique context of maritime employment. Engagement takes place through sign-on meetings (reviewing expectations), debriefings, on-board visits, and evaluation moments, providing ongoing support and feedback during employees’ time at sea. One example is our ‘sign-off survey’, designed to assess well-being, performance, gather feedback on working conditions, and measure safety maturity. Additionally, initiatives such as crew conferences and office visits help bridge the gap between ships and shore, building stronger connections and significantly improving relationships between office staff and seafarers. Special emphasis is placed on ensuring seafarers feel supported during extended periods at sea, addressing the challenges of isolation and limited social interaction. Engagement activities and sharing the results thereof throughout our organization are key. For office personnel, responsibility therefore lies with the Deputy COO (Chief Operating Officer) who is the primary responsible for overseeing the execution of engagement activities across our entire workforce. Her role is supported by the event team, HR Director, HR Business Partner and the senior leadership team. These people are accountable for executing engagement initiatives that are aligned with the organization’s goals and culture, contributing to positive employee experiences and feedback. With respect to seafarers, the Managing Director of EXMAR Ship Management (ESM) provides high-level oversight of all engagement activities. He/she is ultimately responsible for engagement activities’ execution and the use of their outcomes to drive improvements in both operational and workforce strategies. In addition, the Heads of Fleet Management play a key role in managing the day-to-day engagement processes, including recruitment, onboarding and evaluation of crew members. Lastly, the Head of Crewing and other senior leaders in the maritime operations team support engagement with seafarers, particularly in terms of ensuring safety, operational efficiency and job satisfaction. Engaging with our own workforce is one thing; tracking its effectiveness and incorporating employees’ feedback and insights, is another. By means of structured feedback mechanisms (e.g., surveys and one-on-ones) and the monitoring of our overall performance through KPI tracking (e.g., on retention rate), we try to understand how effective our engagement approach is today – to be used in future modifications. On top of that, we incorporate employees’ perspectives into our decisions and activities to manage actual and potential impacts. Engagement ensures that knowledge, experience and insights of employees – especially those in critical roles – directly influence operational and strategic outcomes. Below, we provide two examples: 1.  Seafarers use a formalized channel to propose changes to existing procedures by submitting a Document Change Request (DCR). This allows them to use their firsthand operational experience to drive improvements in processes and practices. 2.  Crew members on board play a pivotal role in day-to-day operational decisions. Their autonomy ensures quick and practical responses to situational challenges, aligning with broader operational frameworks. 3.3.2.3 FOR INCLUSION, AGAINST DISCRIMINATION EXMAR strives to create an inclusive workspace where everyone is valued, respected and empowered. Our policies and practices aim to create a fair and supportive environment for all employees, regardless of their background or identity. They are framed within our labor regulations which explicitly prohibit discrimination based on race, gender, age, disability, sexual orientation, religion or any other characteristic. An example of how we put this into practice is our adoption of inclusive hiring methods by employing a highly international and elaborate selection process, ensuring that candidates from diverse backgrounds are considered. Secondly, our anti-harassment policy creates a safe and supportive environment for all employees and provides tools to report or address any incidents of harassment. Lastly, we adhere to equal opportunities for career advancement and development and actively work towards a diverse workforce. These principles and initiatives are equally important for office personnel and seafarers, which is reflected in our policies related thereto. Furthermore, they help ensure that discrimination is prevented, mitigated and acted upon once detected. Any form of discrimination must be addressed and mitigated swiftly through a well-defined reporting process, which includes clear procedures for investigation and remediation (see grievance mechanism). In addition to the above, we also take proactive steps to hear and consider the voices and perspectives of individuals who may be marginalized and/or particularly vulnerable to impacts. By implementing targeted feedback mechanisms (e.g., employee engagement surveys and one-on-one feedback sessions), we aim to provide safe and open communication channels. This way, we try to understand and address unique challenges faced by such groups, while identifying barriers, mitigating risks and implementing meaningful changes that enhance the overall experience and well-being of our workforce. 3.3.2.4 GRIEVANCE MECHANISM At EXMAR, we are dedicated to promptly and effectively addressing any material negative impact on our own employees. Our approach is built on clear, accessible grievance mechanisms, including anonymous reporting systems and direct